Four pillars set Vector apart from transactional recruitment: real sector expertise, the CSI methodology, twelve-month integration, and a partnership-grade engagement model.
01 Sectors
We support organisations operating in complex, growth and innovation-driven environments, where leadership hiring requires more than sector expertise alone. Our approach combines executive search experience with deep organisational understanding, strategic alignment and long-term integration.
02 Roles
Every placement gets the same CSI methodology, regardless of seniority. Whether it is a Plant Manager for a food company, a CTO for a scale-up, or an interim Operations Director for a transformation, the approach is identical.
03 Approach
Three connected steps: Calibration, Selection and Integration. A methodology built around one objective: long-term hiring success. Calibration ensures we understand the organisation, leadership context and role before searching. Selection focuses on strategic and cultural alignment, not just CV match. Integration ensures the placement holds through structured follow-up at pre-start, month 1, 3, 6, 9 and 12.
04 Commitment
We do not stop at placement. Twelve months of structured integration follow-up for every senior hire. After twelve months, we stay in touch as a long-term partner. The integration guarantee covers replacement if integration fails.
Understanding before searching
Every Vector engagement starts with a deep calibration of the role and the organisation. Before we look at a single profile, we agree exactly what success looks like. Not just in terms of skills, but in terms of culture, leadership style, ambition and long-term business direction.
What is this organisation trying to achieve in the next three years? What does this role truly require beyond the job description? What kind of person will still be adding value 18 months from now?
A shared role brief and success profile, agreed with you before the search begins.
Talent assessed on fit, not just availability
We identify, approach and assess talent against the calibrated profile. We evaluate capability, ambition, cultural alignment and integration potential, against the success profile we built together in calibration. We look for the person who will still be thriving at 12 months, not just the strongest profile on paper.
You receive a structured shortlist with our assessment per candidate, not a stack of CVs. You review, give feedback, we refine. The process is transparent at every step.
A curated shortlist with structured assessment, reviewed together, refined until right.
The step that defines long-term success
A successful hire is not defined at signing, but through integration over time. At Vector, we commit to a 12-month structured follow-up for every engagement. We stay accountable because we know that the most expensive outcome in senior hiring is a placement that looked right but did not integrate.
Our integration follow-up is structured, proactive and honest. If something is not working, we surface it early and course-correct, together with you and the candidate. We measure success at 12 months, not 12 days after signing.
12-month accountability with structured check-ins at pre-start, month 1, 3, 6, 9 and 12. Written feedback and action points at every stage.
The 12-month integration timeline
The brochure is the deeper version of this page. Methodology in detail, engagement model, fee structure and sample reports.
What's inside
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No pitch. A focused conversation about your senior hiring priorities and how Vector might help.